A Handbook of Human Resource Management Practice

Argyris believes that single-loop learning is appropriate for routine, repetitive issues

• ‘it helps get the everyday job done’. Double-loop learning is more relevant for
  complex, non-programmable issues. As Pickard (1997) points out, double-loop
  learning questions why the problem occurred in the first place, and tackles its root
  causes, rather than simply addressing its surface symptoms, as happens with single-
  loop learning.
  Organizational learning takes place in a learning cycle as shown in Figure 36.2.

542 ❚ Human resource development

Agreeing

Working with

others to

explore

learning needs

Reviewing and

consultation

By considering

broader organizational

implications and

changing practices

Implementation

By all parties

fulfilling

their part of the

agreement

Modelling

Identifying with

other types of

learning

opportunities to

help respond to

Questioning

Exploring with

others the

outcomes and

behaviour

required

Negotiation

To agree rights and

opportunities to support

personal and team change

Figure 36.2 Managing learning to add value; the learning cycle

(Source:New Learning for New Work Consortium, Managing Learning for Added Value, IPD,
1999)